The study utilized the covariance structure comparison methodology - Multigroup Analysis in Structural Equation Modeling - evaluating measurement equivalence of English and Spanish versions of an employee opinion survey. The concept of measurement equivalence was defined as consisting of four components: sample equivalence, semantic equivalence, conceptual equivalence and scalar equivalence. The results revealed that the two language versions of the survey exhibited acceptable measurement equivalence across five survey dimensions Communications, Supervision, Leadership, Job Content & Satisfaction and Company Image & Commitment. Contrary to the study second hypothesis, there was no meaningful difference in opinion scores between English-speaking and Spanish-speaking respondents on the latent construct of Job Content & Satisfaction.

M.Cur. / The overall objective of this study is to measure the level of work satisfaction among nurses at Athlone, Lobatse Mental and Scottish Livingstone hospitals, and develop guidelines for the nursing service manager to facilitate work satisfaction. The nursing service manager is responsible and accountable for quality personnel management. Personnel management involves the adequate provision and utilisation of personnel as well as the retention and development of personnel. In view of existing problems such as high turnover rates, too much work and the public's concerns about the standard of nursing, there is need to regularly evaluate the level of work satisfaction among nurses. Hence the study address the formulation of guidelines for the nursing service manager to facilitate work satisfaction and empower nurses. Emanating from the above the following questions are relevant: What is the level of work satisfaction among nurses in the three government hospitals ? What measures need to be put in place in order to increase work satisfaction among nurses ?

Thesis (Ph. D.)--Edith Cowan University, 2007. / Title from PDF title page (viewed on Apr. 19, 2007). Includes bibliographical references (p. 213-230).

Thesis (M.B.A.)--University of Hong Kong, 1982.

No description available.

Despite the considerable existing body of academic literature, increasing employee motivation for environmental endeavors continues to be poorly understood. Recently Govindarajulu and Daily (2004) presented a comprehensive theoretical framework for environmental performance by looking at the crucial employer and employee factors affecting environmental performance. The authors identified management commitment, employee empowerment, feedback and review, and rewards as key human resource (HR) factors in increasing employee motivation for enhanced environmental performance. However, no published studies to date have empirically validated the framework. Therefore, one purpose of this dissertation is to address this void. Additionally, job satisfaction and organizational commitment were proposed as mediators in the relationship between the HR factors and environmental performance. / Thesis (DBusinessAdministration)--University of South Australia, 2008.

This research examines what employees in the Australian banking industry think of fairness in the area of compensation and performance management and how these perceptions influence organisational commitment and turnover intention. The research was conducted in two stages. In stage 1, a small sample of 29 employees were interviewed from one Australian bank in Adelaide, South Australia. Qualitative analysis of their responses confirmed the major dimensions of the fairness concept with respect to compensation and performance management practices. Stage 2 involved a quantitative approach where an online and printed questionnaire was distributed to 345 employees working in the banking industry in South Australia. / Stage 2 findings affirmed the qualitative findings and provided an explanation of how Australian employees interpreted fairness. The majority intepreted fairness as distributive fairness, yet interactional fairness was perceived as the major experience of fairness. The statistical results indicated that employees' perceptions of fairness were largely influenced by the interaction of distributive and procedural fairness, as well as interactional fairness. The data also provided empirical evidence of the impact of structural fairness in compensation and social fairness in performance management on employees' affective responses toward the organisation and turnover intention. / Thesis (PhDBusinessandManagement)--University of South Australia, 2006.

Thesis (Ph.D.)--Australian National University, 2001.

Thesis (Ph.D. (Human resources management))-University of Pretoria, 2004. / Summary in English. Includes bibliographical references. Available on the Internet via the World Wide Web.

A 75-item, Likert-type employee attitude survey was completed by a sample of 670 hourly and salaried employees of a Southwestern company engaged in computerized tax-form processing. The survey contained items relating to attitude dimensions roughly analogous to those subsumed under the two-factor theory of job satisfaction as defined in the relevant literature. Factor analysis, using the principle axes solution, followed by both orthogonal (varimax) and oblique (direct oblimin) rotations was performed. The oblique rotation derived 11 factors which accounted for 87.3% of the common variance. These lent statistical support to 10 of 16 a priori, hypothesized attitudinal dimensions. The six remaining hypothesized dimensions were not empirically supported.